1. An applicant from a local competitor has offered to give the HR director information on the previous employer's salary and benefits upon hire. What action should the HR director take in response to this offer?

A) A. Use this information to help create a strategy to reduce turnover to other companies.
B) B. Decline the candidate; however, offer compensation in exchange for the information.
C) C. Do not hire the candidate, indicating that the company does not participate in unethical behavior.
D) D. Ask for the information to create a more robust retention strategy once the person is hired.



2. Based on the current turnover and lack of management training, what should the HR director do first as part of a needs analysis?

A) A. Facilitate management focus groups to evaluate the company's compensation, rewards, and incentive programs.
B) B. Conduct a job analysis for all management positions to ensure that job descriptions and specifications are appropriate.
C) C. Analyze exit interviews from managers who have left recently to determine why they are leaving.
D) D. Review customer satisfaction results and use these to guide the development of the training curriculum.



3. An HR data analyst uses internal and external data and translates it into meaningful information to support an operations decision to relocate a distribution center to another state. What term best describes the data analyst's activity?

A) Delphi technique
B) Business intelligence
C) Regression analysis
D) Root cause analysis



4. What are the key components of a business intelligence system?

A) Data gathering, data warehousing, query and reporting
B) Input, processing, output
C) User interface, access to the Internet, integrated database
D) Accuracy, currency, and completeness



5. Strategic Alignment and Assessment of Resources What budgeting method is based on how much it costs to perform different enterprise activities and allocates funding according to the strategic significance of the activities?

A) Activity-based
B) Incremental
C) Formula
D) Zero-based



6. An HR specialist prepares a business case to support an initiative. The case includes descriptions of the project's goals, benefits, method, budget, and time line. Which information is required to complete the business case?

A) Communication plan the project team will use
B) Detailed description of the methodology that will be used
C) Endorsements from organization stakeholders
D) Analysis of the initiative's possible risks



7. What financial document lists the revenues, expenses, and profits of an organization for a designated period of time?

A) Financial statement
B) Accounting entries
C) Balance sheet
D) Income statement



8. Refer to the following scenario for the next 4 questions. A small company is in the start-up phase of the organizational life cycle. The owner has been hiring talent and compensating employees at high levels but not offering a benefits package. As the organization grows and more employees are hired, the owner is being pressured to implement a benefits package in addition to direct compensation. The owner is not knowledgeable about benefits and has made the decision to hire an HR generalist to handle benefits and other HR functions. The HR generalist's first priority is to make recommendations about a benefits package that will attract and retain top talent while being fiscally responsible. The growth plan for the organization is to grow globally and engage in a global recruitment, selection, and hiring strategy. The HR generalist needs to create a total compensation package that will be relevant in all locations globally. The HR generalist is charged with recommending a benefits package that will attract and retain talent. How should he begin the process?

A) A. Contract with a third-party benefits administration company to identify and implement a benefits package.
B) B. Gather data through a needs assessment to identify what benefits are needed and match them to the overall organizational strategy.
C) C. Survey all employees in the company and, based on their responses, implement and secure benefits plans to meet majority needs.
D) D. Set up employee task force groups to develop outlines of the employee benefit plans most desired by the workforce.



9. The HR generalist has conducted an employee survey asking questions about the types of benefits employees want. The survey results indicate that employees are seeking ways to balance their work life with their home life. How should the HR generalist handle this feedback?

A) A. Review external surveys to determine the types of work/life benefits other organizations offer.
B) B. Because this is an internal survey, no one is expecting any action to be taken, but it is good for the company to solicit input.
C) C. Recognize that these types of benefits are appreciated by employees, but a growing organization cannot afford them.
D) D. Align offered benefits with the organizational strategy, culture, and employee desires.



10. A new employee is hired who is not married but who has a domestic partner. Currently, the organization's health insurance covers spouses but not domestic partners. The new employee has requested that the partner be covered through the organization's health insurance. How should the HR generalist handle the request?

A) A. Audit the current policy for fairness and present a business case to the owner to change the rule.
B) B. Allow the employee to add the domestic partner to the health insurance; enroll the partner as a spouse.
C) C. Contact the insurance company and change the policy to allow domestic partners to be covered.
D) D. Tell the employee to contact the insurance company since HR can't do anything about it.